Google faces brain drain

Google faces brain drain
Source: Sohu it
[Sohu it news] According to Fortune magazine, in December 8, seven journalists from well-known American media came to San Francisco to discuss future technological developments. Among them are the Wall Street report's Donne knack, the "San Jose messenger" David swatfield, the "Red Herring"'s Jol D. His, The InfoWorld's Steve Fox, and The Economist's andreth. · coras, Larry margide of CBS, and o'brian of Fortune (author ).

At this conference, Google was faced with the loss of talent and the widespread phenomenon of "Kelon", which became an important topic.

Powerful Google is still expanding its talent

Google's share price has reached $500, but no one can deny that Google is still in the Rising Cycle. Google has powerful brand advantages and ample financial support, attracting a large number of senior IT talents from around the world. For example, despite fierce competition, Google is still able to attract talented people like Joe Krause. Joe Krause is the founder of jotspot, a network collaboration software vendor. He joined Google with the company in early November and then served as Google's product management director.

Joe Krause believes that Google's talent advantage is very obvious. He told o'brian: "My colleagues are very good, even more than I think ." Then I added, "I have been in Google for 10 days and have never met anyone who lacks the capabilities. This is incredible ."

Obviously, Krause's words compliment his new club, but we can also see how powerful Google's talent advantage is. Any company wants to have the best talent, and Google has undoubtedly achieved great success.

Brain drain is inevitable

Although Google's IPO is only two years away, there are already obvious signs of employee turnover. The secrets of who has left or who is about to leave are well known. Of course, many successful companies have encountered similar problems. However, Google's extraordinary recruitment standards, strict interview procedures, and fierce competition have undoubtedly accelerated the process of returning talents to Google. There are too many talented people in Google, just like the United States Basketball dream team, stars always exist, but will always change.

Under normal circumstances, only one of the best talent can be arranged in each position. It is certain that some people cannot make full use of their talents on Google, and may be dissatisfied. As Google continues to expand and earn hundreds of millions of dollars in revenue through AdSense and adwords advertising systems, Google employees who cannot make the most of their work will be more anxious to start their own business to achieve greater success.

Google's "child" may change the world

What Will Google elites with talents, funds, and contacts do after they leave? They are likely to join up, and after getting out of Google, There is a wave of Google replication.

We can see that a company of the same size as PayPal can drive the second wave of Internet, and lead to the emergence of LinkedIn, slide, Yelp, YouTube, zhangum capital, Room 9 entertainment and other companies. If Google is "cloned" in a large number, the Internet will be much more affected. Google's "children" may change the world.

But what does this mean for Google? Emerging Internet companies can provide more new products and functions, and may lead to acquisitions by large companies such as Google, apple, Microsoft, eBay, and Yahoo. This has been very common in the past few years. Google should be ready, and if the Lost Talent creates emerging companies, Google will acquire their own ideas from them.

Google should reflect on recruitment Models

This trend may change Google's existing recruitment model. As the stock price of Google is getting smaller and smaller, it is no longer effective to attract talents by equity. In fact, Google, which has a large talent backlog, may not need to attract more talents, but should optimize the use of existing talents.

For example, when Google needs an employee who writes a press publication, it obviously should not and does not need to hire a prize winner. If Google just wants to update its video blog every week, it is also unwise to hire an Oscar winner. (Zhang Tian/Yalong)